This makes benchmarking your neighbors a risky proposition when you audit your HR strategy and practice.
Benchmarking stories provide false comfort even if they describe well-known companies and come from well respected sources.
Our 2019 Global HR Census finds that a curious dichotomy describes those in the HR field. HR leaders show up as highly committed and engaged. Many are willing to sacrifice to achieve their career goals. They care deeply about developing people and they possess broad and deep experience in the function.
As part of an HR transformation project we led for a large global client, we reviewed their HRBP roles and structure to provide guidance on how they could maximize the effectiveness of their organization’s HRBPs. In conducting our research, we found inconsistency in how organizations are applying the HRBP role. Based on the lack of available, free information, we are releasing a brief of our research on the HRBP role.
By Zac Upchurch, Chief Operating Officer, Talent Strategy Group What makes a Fortune 200 CHRO? Find out in the first edition of Talent Strategy Group’s CHRO Report, the in-depth guide, and analysis of today’s most powerful HR leaders. We have the trends facing heads of Talent and HR today including: Tenure of Chief Human Resources […]
There’s no shortage of advice out there on how to perform better, and better than others, at work. The problem is knowing which methods are actually proven to work–and how you should act on them to get the best results.
By Zac Upchurch & Marc Effron In our new research report, we release the surprisingly long journey of Talent Management, reflect on the state of Talent Management today, and outline how Talent Management is positioned to add value to the organization unlike ever before. We characterize this journey as the Talent Management Revolution and believe […]
We avoid assessing our talent practices for the same reasons that we avoid scheduling an annual physical exam. In both cases, it’s in your best interest to make sure that little aches don’t become big pains.
There comes a point in every professional’s career when new information contradicts one of your deeply held beliefs. This moment can either be enlightening, or embarrassing, depending on your response.
Ten days from now your core talent management practices could be redesigned, your executive team aligned with your talent agenda and your HR generalists more capable of effectively managing talent. Doubt it? Read 10 Days to Talent Management